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Recruitment – The Practical Process

I thought we should start the New Year on a positive note and look at the issue of recruitment. Whilst I know this is not an activity that is rife throughout the business world just now, I also know that there are some companies expanding and looking to take on new staff.

In an earlier Knowledge Base Article I looked at the legal safeguards that need to be considered during the recruitment process. But what does this require in practical terms? In order to answer this question, I list below seven key points that should be in every company’s recruitment and selection process:

  • A well-researched and designed person specification, detailing fair and objective criteria – this provides the starting point for the whole recruitment and selection process;
  • It is important that the recruitment and selection policies and procedures comply with legislative requirements;
  • Policies and procedures must be back up by robust employment practices, supported by clear selection documentation;
  • A combination of suitable selection methods must be used, depending on the nature of the vacancy;
  • All staff involved in the administration, short-listing, interviewing and other means of assessment should be properly briefed and trained in respect of skills and equal opportunities;
  • Adequate records should be kept at all stages of the process, including the reasons for selection decisions;
  • The successful candidate should be the closest fit to the person specification and should fulfil all the essential requirements.

To larger organisations, the above list will (hopefully) already form an integral part of their recruitment process. However, to small and medium-sized businesses, the list might appear jargonistic and daunting. In reality, this need not be the case and it really is a matter of using the processes above to suit the size of organisation and the nature and number of vacancies that exist.

The key is to always ensure that the practical processes match the minimum legal criteria and that you, as a business, are able to demonstrate that the process has been conducted fairly and equitably.

“There is evidence to suggest that good HR practice and people management in SMEs are key factors in strong business performance and can lead to increased productivity.”

- CIPD people Skills Project 2017


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